Oral Board Prep

Question 1

I always keep learning:

Answer 1

For example, in the past couple months I have been hitting leadership books hard, like Extreme Ownership, a book about making mistakes, owning them and putting the mistake to good use.

Question 2

I am energetic and enthusiastic:

Answer 2

I believe it is an honor when your boss places their trust in you to get the job done, this energizes me. Every day, I ask myself did I make my boss proud, can I do better?

Question 3

I LOVE my job:

Answer 3

I remember taking some time to talk to a group trustees assigned to me about an officer, who they believed was unhappy at their job because the officer was strict and held them accountable. I explained that the officers who were actually unhappy were the ones who turned a blind eye to everything, because they didn’t care. I enthusiastically went on to say that officers like her and I were happy because we took pride in our work. When I ended my “speech” I looked them all in the eye and proudly told them, “I love my job!” to my welcome surprise, they loudly cheered and clapped. I would have never guessed

Question 4

I believe in the concept of Buying In:

Answer 4

I remember Captain Cesolini coming into the Briefing Room and explaining to us officers the reasoning behind why we were being repeatedly briefed about acting appropriately around the female inmates. He patiently explained several interesting facts like he had 15 investigations on his desk from the past 12 months, that’s more than one a month. I imagined the number would have been 3-4! He explained that of the 15, 8 of them were female to female complaints. That means Female officers were not automatically safe also making the jail all female would not necessarily work. Although I did not need to be told how to act around female inmates, that precious knowledge gave me perspective that I was able to pass on to others as time went on. But more importantly this lesson taught me to educate subordinates so they could “buy-in” to your vision. For example, as an officer in charge of a team of inmate trustees I often took the time to explain to them why we do the things we do. On one occasion they were angry and wanted to know if it was true that officers were allowed to back up their personal vehicles to the back dock and load up their POVs with food. Though out the conversation I learned that they didn’t have any evidence, but they assumed this was the practice, why? Because it is what they would do. Never assume we are all on the same page!

Question 5

I am not here to be a “Pass along” to the Captain:

Answer 5

I promise I will not just hand off paperwork from the officer to the Captain.

Question 6

The 14 LEP Settlement Points:

Answer 6

1. ID LEP persons MCSO may encounter
2. Assist LEP persons MCSO may encounter
3. Document LEP inmate’s needs
4. Assessment of staff to provide assistance
5. Limit the use of inmates to translate for others.
6. Produce written translations of vital documents.
7. Make available oral translation for LEP inmates.
8. Make reasonable availability services to LEP inmates.
9. Bias free treatment of inmates
10. Facilitation of the grievances by LEP inmates
11. Effective communication between LEP visitors and inmates
12. Make available telephonic translations (Vioance)
13. Appropriate handling of LEP complaints
14. Ensure proper supervision and training of language access

Question 7

Explain the Principles of LEP and why are they important?

Answer 7

Well of course I am grateful Chief Marchand “asked” me to be part of the Limited English Proficiency Compliance Unit and I am very proud of the work we have done.
I want to take a moment to highlight something we can all be proud about before answering your question. If you notice within the settlement agreement is the phrase repeated over and over “shall continue”. We should all be proud of the fact that for many years if not decades MCSO has always allowed accesses to LEP inmates. Therefore when the DOJ made their demands we maintained that we were already in compliance. In fact our expert advised us that we were probably 20 years a head of the next organization.
In one sentence the LEP Policy is to make sure LEP inmates and the public have equal access to all programs and services MCSO offers. This includes the ability to voice complaints ask, questions and provide feedback.

Question 8

Explain the importance of the community outreach:

Answer 8

Sheriff Joe Arpaio and the Maricopa County Sheriff’s Office are committed to ongoing and sustainable relationships with our community and local businesses, relationships which are fostered in mutual respect and enhance public safety service. These relationships will ensure the Sheriff’s Office responds to crime and quality of life issues within our community.
In order to facilitate our mission and vision, the Maricopa County Sheriff’s Office has established the Community Outreach Division (COrD.) This Division will be responsible for the office wide administration, facilitation, and coordination of community outreach programs and events. COrD will have the responsibility of establishing programs to maintain positive relations between the Office and the community it serves.
The overarching goals of COrD efforts include:
1. Strengthening relationships and building opportunities for open communication and dialogue between the Office and its communities.
2. Increasing participation of community members in addressing public safety issues in partnership with the Office.
3. Facilitating interactions between the Office and community members to address quality of life concerns.
4. Responding to community concerns in a respectful, straightforward, and timely manner.

Question 9

Explain the importance of the community outreach:

Answer 9

Sheriff Joe Arpaio and the Maricopa County Sheriff’s Office are committed to ongoing and sustainable relationships with our community and local businesses, relationships which are fostered in mutual respect and enhance public safety service. These relationships will ensure the Sheriff’s Office responds to crime and quality of life issues within our community.
In order to facilitate our mission and vision, the Maricopa County Sheriff’s Office has established the Community Outreach Division (COrD.) This Division will be responsible for the office wide administration, facilitation, and coordination of community outreach programs and events. COrD will have the responsibility of establishing programs to maintain positive relations between the Office and the community it serves.
The overarching goals of COrD efforts include:
1. Strengthening relationships and building opportunities for open communication and dialogue between the Office and its communities.
2. Increasing participation of community members in addressing public safety issues in partnership with the Office.
3. Facilitating interactions between the Office and community members to address quality of life concerns.
4. Responding to community concerns in a respectful, straightforward, and timely manner.
Explain the Principles of LEP and why are they important?
Well of course I am grateful Chief Marchand “asked” me to be part of the Limited English Proficiency Compliance Unit and I am very proud of the work we have done.
I want to take a moment to highlight something we can all be proud about before answering your question. If you notice within the settlement agreement is the phrase repeated over and over “shall continue”. We should all be proud of the fact that for many years if not decades MCSO has always allowed accesses to LEP inmates. Therefore when the DOJ made their demands we maintained that we were already in compliance. In fact our expert advised us that we were probably 20 years a head of the next organization.
In one sentence the LEP Policy is to make sure LEP inmates and the public have equal access to all programs and services MCSO offers. This includes the ability to voice complaints ask, questions and provide feedback.
The LEP Settlement Points:
1. ID LEP persons MCSO may encounter
2. Assist LEP persons MCSO may encounter
3. Document LEP inmate’s needs
4. Assessment of staff to provide assistance
5. Limit the use of inmates to translate for others.
6. Produce written translations of vital documents.
7. Make available oral translation for LEP inmates.
8. Make reasonable availability services to LEP inmates.
9. Bias free treatment of inmates
10. Facilitation of the grievances by LEP inmates
11. Effective communication between LEP visitors and inmates
12. Make available telephonic translations (Vioance)
13. Appropriate handling of LEP complaints
14. Ensure proper supervision and training of language access

Question 10

Explain the importance of compliance to the Monitors:

Answer 10

Although I believe their time would be better served at other locations, but might be a surprising to hear, I have to admit seen some benefits from outsiders taking a look at us. After all we are outstanding flexible people, we very capable of rising to any challenge. And that’s it, why not have goals placed in front of us to challenging us to rise to the next level. I’m NOT suggesting we be arrogant about this either, saying in an over confident way, “we got this, everyone go home.” It is a very serious and as you know the monitors and the DOJ Auditors are looking for anything they can take us down for. As you may know I am currently assigned to a unit that is working with the Jails to stay in compliance with the LEP settlement agreement. If there is one thing I learned, nothing can be overlooked. Of course I am an expert on LEP matters, but let’s say monitors are coming in for a PREA inspection. This is where I will reach out to the good folks at the BHU and ask them what are the latest issues we should be on the lookout for. I would also not be shy and ask them to stop by and take a look at us. Since I am assigned in this area, I know how much I would welcome someone contacting me.

Question 11

Explain direct supervision:

Answer 11

Oh wow, this is an easy one. I can do it in one word – TENTS. That’s right we have been doing “direct supervision” since 1993. I am a huge believer in this method and here’s why, as an officer at the Estrella Jail I quickly learned that spending more time in the inmate’s living area meant less drama and paperwork for me. In other words, being accessible equals an easy day. Here’s one example of many examples. Because I was known for being accessible, believe it or not I would have inmates come to me and ask me to step in and take care of “Stinky Joe”. They would explain that this inmate refuses to shower and he was about to get beaten up and of course this meant loss of inmate privileges. I then simply stepped in and usually told the dorm is pissed and he needed to take a shower and that was it, no inmate assault IR, no multiple DAR’s and JCN’s etc. this would be a good reason to keep the Tents.

Question 12

PREA: One of your officers is accused of a major PREA event; evidence shows that this accusation has a strong possibility of being true. Your Captain and XO are un available, as a Shift Commander how will you handle this?

Answer 12

PREA: One of your officers is accused of a major PREA event; evidence shows that this accusation has a strong possibility of being true. Your Captain and XO are un available, as a Shift Commander how will you handle this?
I recognize that in critical situations like this one, I humbly submit I may not know how to proceed, but I know how to use a phone and know how to use all the experts to make the right decisions.
Note: 1st am never alone al lone as my phones/ radios work. If the Commander is available, I will brief him/ her as soon as possible with as much accurate information as I can.
I will temporally reassign the employee in another area and advise him/ her that an accusation has been mad without going into details. I will advise him/ her not to communicate with that inmate until further notice. If possible I will ask him/ her general questions to see if a crime has been committed and to see where to look for evidence. At this point I am not looking to un-necessary cause concern to the employee.
I will view video and see what I can find out before talking to the inmate. If I see something threat indicates a potential crime, I will stop what I am doing and notify the Bureau Commander and begin keeping him in the loop. In the event this is a possible crime the BC will probability direct me to notify Criminal I/A. it should be noted that will not necessary be reporting a crime, but advising them of the facts as I know them and getting their input on how to proceed. I will At this point the employee will not be allowed to leave until I/A speaks to them.
I will assign the PREA and Incident Report to the Officer’s immediate Supervisor while I/A work on the main criminal investigation.

Question 13

What have you done to prepare for this/ why should we promote you?

Answer 13

I know it’s a bit Cliché, but I really have been preparing for this all my life. Sure I have been a Marine, an excellent employee and supervisors for many employers, including this one. And as you know have been an outstanding Supervisor for many years. Let’s break down that last part so that you will have no alternative but to give me your highest consideration for this position.
A good majority of the time I have been tasked to be the acting Shift Commander and or the Administrative Supervisor. When assigned to Tents, I spent lots of time with the Captain learning as much as I could on order to make good decisions; truthfully we did spend a lot of time BS’ing about other stuff. On one occasion I remember a Contents inmate telling me that I should call a certain Chief and letting him know that he had arrive and was okay. I advised my Shift Commander before he went home, but he told me, I’m not calling the Capt. for that. I explained that the Captain really likes to know about these kinds of things, but he dressed me down and told me that I didn’t know what I was talking about. The next day the Captain explained to everyone he got a call from a Chief asking him about that Contents inmate and next time he absolutely wanted a phone call. On the last day assigned to that Captain, I will never forget him telling me, “of all the days you were in charge, you never made a bad call”. So there we are I have already proven I make an excellent Shift Commander.
From Tents, I went to the 4th Ave Jail. Because I was assigned to “level 4”, on my first two days I was I was designated the acting shift commander. This was also the first day the jail switched from shifts to squads. I remember gathering up my phone lists and contacts I could call upon for the day. I never had a worry thanks to the awesome team around me. 4th Ave is where I became very comfortable with larger emergencies. In all the emergencies I never stumbled or asked myself, “What should I do next”… while assigned to Level 4 I was often tasked to be the Admin Sup and acting Shift Supervisor. Here too, I had Jail Commanders tell me I made good decisions.
While on vacation Chief Marchand “asked” me to be part of the Limited English Proficiency Compliance Unit. In the short time I have been here we have made excellent progress in proving to the Department of Justice we are well within the terms of the settlement agreement. Some of my accomplishments include:
Of course working with the Jails in the form of LEP audits to keep us in compliance with the settlement agreement
Learning the legal ropes from Joe Popolizio and John Masterson, I have to say this part has been fun, interesting and quite a great learning experience.
Writing a proposal for equal Bilingual Pay for the Detention Officers like the Deputies has.
Before getting the FMO’s back to the Facilities, I ended up finding problems and alerting other FMO’s at other facilities.
While at the LEPCU I was asked to look into assisting the Canteen with their grievances. The first thing I recommended we do is to eliminate the “two week grace period” and we did. This means we had the ability two extra weeks to look at video. But allowing the officers to immediately respond to the grievances solved so many problems my other recommendations weren’t needed. Now we are working on an E-learning block on Canteen Distribution.

Question 14

I LOVE ME
What are you bringing to the job? Or Why should we promote you?- my experience, let me explain / Why do you want this position ?/ What have you done to prepare for this? - I know it’s a bit Cliché, but I really have been preparing for this all my life.

Answer 14

Sure I have been a Marine, an excellent employee and supervisors for many employers, including this one. And as you know have been an outstanding Supervisor for many years, but so has everyone else. So let’s break down that last part so that you will have no alternative but to give me your highest consideration for this position. Please note I don’t want to go too far back, I have been her a while.
A good majority of my supervisor time I have been the acting Shift Commander and or the Administrative Supervisor. This was never truer than when assigned to Tents and the 4th Ave Jail. At Tents handled such situations like tours, sometimes sever times a day. Some of the tours involved on camera media interviews and believe it or not I’m pretty good in front of the camera. Emergency situations like the 2010 hail storm destroying most of the Tents, zero visibility dust storms and even poison gas from the burning the Styrofoam factory across the street. Some of the notable inmate issues were an allegation of rape, a sleaze ball attempting to plant a hidden camera in the female contents shower. I’ll never forget my last day the Captain telling me, “Of all the days you were in charge, you never made a bad call”. So there we are I have already proven I make an excellent Shift Commander and that was years ago.
At the 4th Ave Jail, I was assigned to “level 4”. On my first two days I was designated the acting shift commander. This was also the first day the jail switched from shifts to squads. I remember gathering up my phone lists and contacts I could call upon for the day. I never had a worry thanks to the awesome team around me. 4th Ave is where I became very comfortable with larger emergencies. In all the emergencies I never stumbled or asked myself, “What should I do next”… while assigned to Level 4 I was often tasked to be the Admin Sup and acting Shift Supervisor. Here too, I had Jail Commanders tell me I made good decisions. In preparing for this, I humbled to hear your XO, Lt. K also told me I did a great job as an acting shift commander as well.
Chief Marchand “asked” me to be part of the Limited English Proficiency Compliance Unit. In the short time I have been here we have made excellent progress in proving to the Department of Justice we are well within the terms of the settlement agreement. Some of my accomplishments include:
Of course we work with the Jails in the form of L.E.P. audits to keep us in compliance with the settlement agreement. I am proud of our efforts, actually, all our efforts, we have the opportunity to send the DOJ on their way. Think of the millions of dollars we are saving due to us not being saddled with a federal monitor. We should also be proud of the fact that the DOJ has only offered 3 – 4 plea agreements
Learning the legal ropes from Joe Popolizio and John Masterson, I have to say this part has been fun, interesting and quite a great learning experience.
I wrote the proposal for equal Bilingual Pay for the Detention Officers like the Deputies have.
Before getting the FMO’s back to the Facilities, I ended up finding problems and alerting other FMO’s at other facilities.
While at the LEPCU I was asked to look into assisting the Canteen with their grievances. The first thing I recommended we do is to eliminate the “two week grace period” and we did. This means we had the ability two extra weeks to look at video. But allowing the officers to immediately respond to the grievances solved so many problems my other recommendations weren’t needed. Now we are working on an E-learning block on Canteen Distribution.
I have performed well and proven myself as a capable shift commander, I think it’s time to give me a chance, I promise I won’t let you down.
Promoting someone who wants this position this badly is like me saving for a Corvette my entire life. When I get you better believe I will take great care of it. I promise I will take care of you and your facility in such a way you will never have to worry. I already been the acting shift commander as long or if no longer than a supervisor.

Question 15

LIEUTENANT PREP

ORAL AND WRITTEN BOARD (USE THE SAME STRATEGIES FOR BOTH)

Answer 15

• STOP! And place yourself in the situation
• Ask to repeat the question and pick out the details the second time around
• Remember the Board member names
• Don’t sit down until asked to do so
• Have FUN
• For a question you don’t know: show the process how will find out.
• Be thankful, loyal
• Explain that you are not a comedian
• Use “WE”

Question 16

BOARD MEMBERS

Answer 16

Captain C: mostly sees policies as black and white. Likes big picture items. May not give emergencies. leadership books
(?Title?) Tiffany Shaw: Human Recourses. I worked with her and Suzie Saldano. Ask how the Abuse of Abuse of Sick Leave reform going.
Captain Dawson: Intake, ask how the video is working
Captain Jesse Spurgin: ??????

Question 17

Explain Smart Justice:

Answer 17

Humbly, I am not an expert here, but I have dealt with elements of this concept, like wile on SMRC I know we were looking at Classification reform for the female inmates… From what heard, I see some pros and cons here. When I spoke to someone about the Bond Reform portion, he explained that if we will reduce the bonds of lower risk, but poor inmates. This could reduce our inmate population from 10-20 percent. However, they are likely not to show up on their court date, which will eventually mean they won’t be able to bond out, making the situation worse. The Laundry’s Clean Start Program is an example of employment for past offenders. This helps to break the cycle released inmates wandering around getting into trouble, I would if I didn’t have this job.
Maricopa County recently approved aggressive Smart Justice goals for reducing recidivism over the next 5 years. Currently, there is not enough data to determine the success of the initiatives and programs over time, but consistent reporting and analysis of data will allow Maricopa County to assess the effectiveness of its initiatives, and if necessary, adjust them accordingly to achieve its goals. Women offender management practices have evolved to allow for more evidence‐based approaches, for. Given the risk that male‐based classification models may over classify women, MCSO is evaluating its processes and has engaged a consultant to review its classification system overall. CHS will be actively involved with MCSO during the classification status evaluation and will utilize the NIC published Gender Informed Discipline Guidelines. Evidence‐Based Trauma Informed Care (Start Now), targeting women with high mental health needs and moderate‐to‐high risk of recidivism is being offered in the jails. Approximately 28 females rotate through the program every 6‐7 weeks and are then re‐integrate back into Estrella housing. Additionally, community provider groups will be incorporated in the future. In October 2014, a meeting was held with the Regional Behavioral Health Authority (RBHA) mental health service providers who provide gender informed services. The intent of the meeting was to reduce barriers to community staff involved in release planning for females into the community. This resulted in increased badging of peer navigator staff and easier access into the jail for meeting with women. A workgroup has been created with the RBHA, APD, MCSO, and CHS to address increased communication and coordination of re‐entry planning efforts. MCSO can soon utilize CHS’ electronic health record, which facilitates CHS‐MCSO communication, to better identify targeted women (e.g. high MH need/moderate‐to‐high risk for re‐offense), effectively offer programs while in custody, and to develop coordinated release plans.
OFFENDER EMPLOYMENT while research has shown that employment alone will not prevent reoffending, employment can play a critical role in reducing recidivism. Maricopa County Human Services Department (HSD) has established an offender focused Workforce Smart Justice Team. The specialized workgroup has expertise to address the special needs of the justice‐involved workforce. HSD has partnered with the Sheriff’s Office, Adult Probation Department and Public Defense Services to implement a workforce re‐entry services model. A variety of services are offered, including orientation to employment and career development information seminars, employability skills training, intensive case management to obtain employment, and occupational skills training. The team is mobile and flexible; meeting clients within the Sheriff’s jails, Adult Probation Department satellite offices, HSD offices and in the offender’s community.
STEPPING UP PROCLAMATION (SMI) Maricopa County Board of Supervisors signed the ‘Stepping Up’ Proclamation on May 4, 2015. ‘Stepping Up’ is a NACo initiative in which counties across the nation commit to reduce the number of individuals with SMI in the jails. The focus of the initiative is to build partnerships across various justice and community agencies to positively impact legislation, policies and practices in order to improve public safety, reduce recidivism and promote a stronger community. The proclamation demonstrates the commitment Maricopa County leadership has made to address these goals.

Question 18

Retention:

Answer 18

I assume you mean good employees; I will look at successful companies like Google or Pixar for “inspiration ideas” that we could adapt to our needs. I would also obtain feedback from employees the good ones as well as those who struggle. Recognize and reward, I can’t claim this idea for my own but I know someone was working on proposal for office awards, like ribbons for uniforms that denote attendance or good service, this seems a very cheap and easy way to promote morale. In my own experience and backed up by the many leadership books I’ve absorbed, including your team in the decision making process is a huge benefit. It gives the employee the feeling I am making a difference. Remember volunteers don’t get paid, but they do it to make a difference. Show employees their impact. I think I have a real strength here, as you know I lead a group of inmates who didn’t get paid and didn’t want to be there, but I think was able to lead my team to success due to me being out there with them and buying in…
Promote our Excellence. I do this all the time. For example when I made the rounds I during the PREA roll out I would sometimes spend hours with each employee explaining that PREA was something developed because of other jails and prisons failing at this. I even gave credit to our Sheriff and command staff for being ahead of the curve. I explained that even though we were doing it right all along, this was a Federal issue we had to comply with. Now with L.E.P. I do the same thing.
Communicate effectively. Poor communication can lead to misunderstandings, distrust, reduced performance, and other negative consequences that can increase turnover…

Question 19

Take care of my people

Answer 19

I ‘m going to keeping picking on Estrella because you (Captain C) were there and know what I am saying is true. Remember when I got into trouble by filling in a pot hole at the Estrella kitchen. Out of frustration when my requests were being ignored I went to the Home Depot and got a bag of Quikrete and fill a pot hole that was injuring my troops. Let’s be clear, this was not the right way of dealing with this problem and of course I know how to make phone calls to put the pressure on to get things done.

Question 20

Hold employees like a bird

Answer 20

If you hold them too tight you’ll kill them, if you hold them too loose they will fly away. For the vast majority, your people want to a good job.

Question 21

Who is your role model and why (also what motivates you)

Answer 21

My dad, he worked so hard for his family. He drove all over the country as company represented for a public safety company. Notably he was responsible for selling the Whelen brand to the Phoenix PD, those light bar strobes. He also developed integrating ultra-bright Whelen aircraft strobes into fire alarms for the deaf and yes, the blind. As a traveling salesman, he worked so hard trying to make a living in the private sector. But sadly, like many stories in private world, the company combined regions and the next thing my dad was out of a job and never recovered. This former salesman tried several government jobs, but noting worked for him. I learned from him do whatever you have to do for your family. If you have a good job, do whatever you have to do to keep it, because it will take care of your family. And finally if your job is taking care of you, you take care of your job (loyalty!)

Question 22

Listen to your people

Answer 22

I owe a lot of my success as an acting shift commander due to spending lots of time with the Captain and learning as much as I could in order to make good decisions; although truthfully we did spend a lot of time just BS’ing. On one occasion I remember a Contents inmate telling me that I should call a certain Chief and letting him know that he had arrive and was okay. I advised my Shift Commander before he went home, but he told me, I’m not calling the Capt. for that. I tried to help him out by explaining that the Captain really likes to know about these kinds of things, but he dressed me down and told me that I didn’t know what I was talking about. The next day the Captain explained to everyone he got a call from a Chief asking him about that Contents inmate and next time he absolutely wanted a phone call.

Question 23

What are your strengths?

Answer 23

What are your strengths?
I always keep learning. For example, in the past couple months I have been hitting leadership books hard, like Extreme Ownership, a book about making mistakes, owning them and putting the mistake to good use.
I stay up to date on current law enforcement related events, like the FEDERAL LAW ENFORCEMENT… I know that Lieutenants are supposed to be looking one or more years ahead. I take great pride in constantly learning and looking ahead, for example I remember watching a “Frontline” (yes, I watch Frontline) episode on reducing segregated housing, you know restrictive housing. What was interesting about it was that even though the program is left leaning, the inmates they were highlighting still needed to be segregated. Like it or not, I recognized that when you start seeing stories on TV public attitudes will soon to change.
I am energetic and enthusiastic. I believe it is an honor when your boss places their trust in you to get the job done, this energizes me. Every day, I ask myself did I make my boss proud, can I do better?
As I told people in private, I LOVE my job! I remember taking some time to talk to a group trustees assigned to me about an officer, who they believed was unhappy at their job because the officer was strict and held them accountable. I explained that the officers who were actually unhappy were the ones who turned a blind eye to everything, because they didn’t care. I enthusiastically went on to say that officers like her and I were happy because we took pride in our work. When I ended my “speech” I looked them all in the eye and proudly told them, “I love my job!” To my welcome surprise, they loudly cheered and clapped. I would have never guessed
I am your Legal Shield, now I have always had this attitude, but as you may know I have been working with the Jails in the form of L.E.P. audits to keep us in compliance with the DOJ settlement agreement. Since it became part of my job description I really learned to look at everything as a potential threat. In addition, learning the legal ropes from Joe Popolizio and John Masterson, I have to say this part has been fun, interesting and quite a great learning experience. And while I am thinking about it, I remember when I was on the Abuse of Sick Time panel asking Commander Shaw, why we don’t take a page out of the private sector and let go of employees abusing sick time. Commander Shaw explained to me that it’s because we are doing it right and we consult our attorneys down the hall, where private companies are getting into trouble by firing employees without a process in place.
I am a cheerful warrior, I know my serious face doesn’t look like it, but I am the happiest person I know.
I am loyal, I never speak ill of those I work with or for.
I am a sure thing A good majority of the time I have been tasked to be the acting Shift Commander and or the Administrative Supervisor. On the last day assigned to Tents, Captain, I will never forget him telling me, “of all the days you were in charge, you never made a bad call”. So there we are I have already proven I make an excellent Shift Commander.
I got great ideas, for example while at the LEPCU I was asked to look into assisting the Canteen with their grievances. The first thing I recommended we do is to eliminate the “two week grace period” and we did. This means we had the ability two extra weeks to look at video. I pushed for Officers to immediately respond to the grievances, like any other grievance. This solved so many problems my other recommendations weren’t needed. Now we are working on an E-learning block on Canteen Distribution.
I am stable
Multimedia, Intake Video
I am disciplined
I am ethical, it in my DNA.
I have been an investigator and know my way around this field.
I never speak ill of anyone
I always want to learn as much as I can I am not hard wired
Technically Savvy
Reading leadership books
Looking one year ahead, I love this aspect.
I believe in the concept of Buying In – I remember Captain Cesolini coming into the Briefing Room and explaining to us the reasons why we were being repeatedly briefed about acting appropriately around female inmates. He took the time to patiently explain several interesting facts like he told us that he had 15 “Conduct” investigations on his desk dating back from the past 12 months, that’s more than one a month. I imagined the number would have only been 3-4! He explained that of the 15 investigations, 8 of them were female to female complaints. That means the female officers were not automatically exempt. This also means making an all-female jail would not necessarily work. Although I did not need to be told how to act around female inmates, that precious knowledge gave me perspective that I was able to pass on to others as time went on. But more importantly this lesson taught me to educate subordinates so they could “buy-in” to your vision. For example, as an officer in charge of a team of inmate trustees I often took the time to explain to them why we do the things we do. On one occasion they were angry over a rumor. They wanted to know if it was true that officers were allowed to back their personal vehicles to the back dock and load up their POVs with food. Though out the conversation I learned that they didn’t have any evidence, but they assumed this was the practice, why? Because it is what they would do. This means we should never assume we are all on the same page!
I believe that there is No such thing as a bad team, only bad leaders
I am not here to be a “Pass along” to the Captain. I promise I will not just hand off paperwork from the Supervisor to the Captain.
I can’t wait to Looking for and find problems – Train – Test

Question 24

What are your Weaknesses?
Besides oral boards? I still have a have a hard time believing that paid employees come here to do us harm, whether in advertently (bad an attitude) or worse on purpose like criminal activity. In my first investigation, my Lt and I were interviewing an officer over an administrative violation that leads to a criminal one. The officer began explaining why he went from brining in cigarettes to drugs. Suddenly the Lt. stopped the interview and pulled me out. At first I thought he was going to switch gears, but to my surprise he told me that I looked very upset / angry. Trust me I thought I was being cool and I certainly didn’t want to mess up my first investigation. But he was right I was angry and confused that anyone would do this. I then realized that this kind of thing does happen, I’m just seeing from the other side. I have gotten a lot better, but admittedly I still do see employees coming here for good. I think it is better for a Lieutenant to look at employees as innocent until proven guilty vs guilty until proven innocent.

Answer 24

What are your Weaknesses?
Besides oral boards? I still have a have a hard time believing that paid employees come here to do us harm, whether in advertently (bad an attitude) or worse on purpose like criminal activity. In my first investigation, my Lt and I were interviewing an officer over an administrative violation that leads to a criminal one. The officer began explaining why he went from brining in cigarettes to drugs. Suddenly the Lt. stopped the interview and pulled me out. At first I thought he was going to switch gears, but to my surprise he told me that I looked very upset / angry. Trust me I thought I was being cool and I certainly didn’t want to mess up my first investigation. But he was right I was angry and confused that anyone would do this. I then realized that this kind of thing does happen, I’m just seeing from the other side. I have gotten a lot better, but admittedly I still do see employees coming here for good. I think it is better for a Lieutenant to look at employees as innocent until proven guilty vs guilty until proven innocent.

Question 25

Start and Complete a project - POSDCORB

Answer 25

1. Plan and research what you need. Find situations what works
2. Organizing
3. Staffing
4. Directing
5. Coordinating
6. Reporting
7. Budgeting

Question 26

What motivates you?

Answer 26

What motivates you?
Coffee - I don’t know, it’s in my DNA I guess I genuinely want to serve and the best job I can in order to take care of my people and making my boss look good. “I’m motivated by several things in my work. Doing meaningful work, recognition and having the tools to be successful are the most important motivators for me. For example, on one of my recent projects, we had the opportunity to develop leading edge systems for our company. It meant a lot to me to be selected to lead the team and we all worked well together, since we knew the importance of our work and the impact to our company. Our boss also knew that we needed additional tools to complete the project successfully. Those tools were provided and the project was delivered successfully. This project also led to recognition at both the team and department level. And that project was also noted as one of the reasons for my promotion to my current role…”

Question 27

What is Integrity, accountability?

Answer 27

I don’t know, it’s in my DNA…

Question 28

How you are going to “motivate” personnel under your command.

Answer 28

Free Coffee Communicate Better. Explain who we are and why we do the things we do. (Capt. C story here) If you're nothing more than a face on a newsletter or a name on an email, what motivation will your employees have to meet your goals? ...
Be an Example. ...
Empower Them. ...
Offer Opportunities for Advancement. ...
Provide Incentives.

Question 29

BREIF BAD NEWS
Furloughs: 
Cut in pay 
Cut in Benefits 
Reducing sanctions for inmates 
Limiting restricted housing 
Direct inmate supervision

Answer 29

Brief everyone on eating a shit sandwich
Well folks, the Captain has done it again, although I don’t agree with it I, have to order you to eat this shit sand… OK stop writing, I am just kidding, I have NEVER used this tactic and never will. In fact I learned even as a teenager this is the sign of a weak leader. However I will meet the Captain and express my concerns, if any, and work out the details and have a full understanding on his or the Office position. Of course when the Captain decides what we’re going to do, I am 100% on board. His or her issue is my issue as though I came up with it! “Look folks, you’re going to love it”
Furloughs: 
Cut in pay 
Cut in Benefits 
Reducing sanctions for inmates 
Limiting restricted housing 
Direct inmate supervision

Question 30

With the election of a new Sheriff he will have new agendas how will you integrate this into your shift? or what do you know about Paul Penzone?

Answer 30

Paul Penzone spent 21 years as a Phoenix police officer, earning national and international recognition for his leadership in crime prevention, capture of dangerous criminals, and dismantling of drug trafficking organizations. Since his retirement, Paul has served as a top law-enforcement and security expert, and has dedicated his time to various community organizations.
Paul was known as a tough, smart and fair cop with the unique ability to manage and defuse the worst of situations resulting in successful outcomes. Paul prides himself on the ability to select and lead strong teams through complex and difficult challenges. During his career he was consistently recognized for exceptional police work.
Partnerships & Accomplishments
While on assignment with the U.S. Drug Enforcement Administration, Paul was selected as the national “Task Force Agent of the Year” when he led the federal wiretap investigation that ultimately dismantled a large-scale Methamphetamine manufacturing and distributing network in Arizona. He led the Silent Witness Program for 7 years, most notably during the “Baseline Killer” and “Serial Shooter” investigations, which paralyzed parts of the community with fear. For his leadership in the successful apprehension of all suspects, he received international recognition as “Crime Stoppers International Program Coordinator of the Year.” Paul received numerous commendations during his career, including two Distinguished Service Awards and “Supervisor of the Year” from the Phoenix Police Department. He established a sound reputation for his leadership, investigative abilities, tactical knowledge and sound judgment.
Paul believes there must be a strong partnership between the community and its law enforcement professionals. This commitment inspired Paul to develop programs that connected Valleywide public safety agencies, media, local businesses and community leaders. Following his police career, Paul became the Vice President of Childhelp, a national non-profit organization that provides prevention education and services for child victims of abuse, neglect and sexual abuse. He was a critical asset in the development of their newest prevention program, “Speak Up, Be Safe”, a program designed to protect children from abuse, neglect and sexual abuse.
In addition to his work in the community, Paul served as a subject matter expert for the Town of Paradise Valley to address a spike in crime. He also provides leadership and consultation on programs to raise awareness on critical issues and acts as a security expert at a number of the Valley’s mega events, to include the highly successful Waste Management Phoenix Open. During the 2012 election cycle, Paul’s pursuit for the Office of Sheriff was believed to be the most competitive and intriguing race in the current Sheriff’s tenure.
Paul continues to speak out on issues affecting the safety and well being of children and families. He frequently appears on multiple news outlets and radio shows to address issues such as solving crimes, delivering safety tips, education for families, child advocacy, safety and community service. He believes children are our most precious assets and they must be a priority of the community.
Early Years
Paul’s interest in law enforcement began at an early age. As a student at Phoenix’s Cortez High School, Paul volunteered at the Justice Courts as a bailiff, where he watched the criminal justice system firsthand. He studied Criminal Justice at Glendale Community College and Northern Arizona University before joining the Phoenix Police Department in 1988. Paul went on to serve a decorated 21-year career, beginning as a patrol officer and rising through the ranks to manage the highly successful Silent Witness program, which saw a considerable increase in cases solved and criminals apprehended during his tenure.
Paul was born in Trenton, N.J., the youngest of three siblings. His parents Rose and Charlie are of Italian descent and recently celebrated their 50th anniversary. Charlie was a laborer who installed floors, Rose worked for the Justice Courts as a clerk.
Paul’s family moved to Arizona in the late 70’s. He spent the latter part of his childhood in the West Valley, attending Cortez High School, Glendale Community College, then Northern Arizona University. Paul is married, he and his wife Veronica have two sons. Veronica is a highly successful small-business owner who supports organizations focused on child safety, women’s advocacy and a variety of local faith-based organizations. Paul and Veronica also have three dogs and enjoy an active lifestyle.
The Penzones are a proud, hardworking family who believe Arizona is a state filled with opportunity and our sense of pride must be restored through selfless leadership.
As Sheriff, Paul’s success will continue. He will work to make Maricopa County the safest community in America. He’ll demand accountability at the top, practice results-based policing, and eliminate wasteful spending so we can put more deputies on the streets. He will develop and grow community based programs, such as the Sheriff’s Posse to promote the critical community/law enforcement partnership.